Hiring a remote engineering team in a different country can have a lot of benefits for your company. By hiring remotely, you can access a wider talent pool, increase retention, and reduce costs.
It can give your company a competitive edge by allowing you to grow your workforce and develop your product faster than restricting yourself to hiring in the geographical area around your headquarters.
But creating a globally remote team takes a lot of work, and to do it well, there are a lot of details to consider. Whether you decide to build a remote team yourself or outsource parts of the team-building process, this recruiting checklist can help you understand the steps to make sure you aren’t missing any crucial pieces when you actually reach the recruitment phase.
Recruitment Process Checklist
- Analyze the pros and cons of using your in-house recruiters, leveraging third-party recruiting firms, or hiring a recruiter in the local market.
- If you’re using your in-house recruiters, keep in mind that they’ll probably lack knowledge of your local market. It might take them several months to get up to speed.
- If you’re hiring a recruiter in the local market, be sure to budget in time to fly them to headquarters to train them. Set aside a few days for them to meet with executives, learn your priorities, understand the company mission and culture, and get a handle on the product roadmap.
- If you’re hiring a third-party recruiting firm, be sure that you have a firm handle on the terms. Will the engineers they hire be a permanent part of your team? Or will the firm be at liberty to move them to other clients? How will they charge for their services?
- Figure out in-market branding and promotional messaging.
- Research the most popular job platforms for the local market.
- Create your localized job listing, post, and manage the replies.
- Test different in-market job boards and listing sites.
- Decide if you need to partner with a local PR firm or bring on additional marketing support to find the candidates you need for your open roles.
- Attend recruiting events. Local universities and networking meet-ups can be a great place to start. Hosting a digital event could also work through local partnerships.
- Send outbound communications to talent through your internal or third-party recruiters.
- Test variations of your messaging to get the best results possible.
- Begin interviewing candidates. Pro tip: While it’s possible to conduct the entire interviewing process remotely, consider that you might want to bring some candidates into HQ to meet them in person.
- Be prepared to tailor your offers to the needs of your candidates. What do they value most? Do they want a work-life balance? Comprehensive health benefits? Learning and development opportunities?
Terminal offered the benefit of being able to quickly build a team without having to worry about building the organizational rubric to support it in Canada. It can be a lot of work to set up to run internationally and [Terminal] took that off our plate.Rupen Chanda — VP of Engineering, Bluescape
When you are building a globally remote team, it is important to understand every step you will need to take. This checklist is meant to help you do just that and present you with all the areas you should take under consideration. The goal of building this global team is to compete better in your industry by hiring the best talent available. Not every company is able to do this themselves and that is why services like Terminal exist.
Download this Free Recruitment Process Checklist now to ensure you do not miss any steps.
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